User:F.Moshammad/sandbox
Wiki Edit on Psychological Testing (Edit # 1)[edit]
Interest tests
Psychological tests to assess a person’s interests and preferences. These tests are used primarily for career counseling. Interest tests include items about daily activities from among which applicants select their preferences. The rationale is that if a person exhibits the same pattern of interests and preferences as people who are successful in a given occupation, then the chances are high that the person taking the test will find satisfaction in that occupation.
Aptitude tests
Psychological tests to measure specific abilities, such as mechanical or clerical skills. Sometimes these tests must be specially designed for a particular job, but there are also tests available that measure general clerical and mechanical aptitudes. An example of Aptitude test is the Minnesota Clerical Test; it is a 15-minutes individual or group test in two parts: number comparison (matching 200 pairs of numbers) and name comparison. Applicants are instructed to works as fast as possible without making errors.
This test measures
- The perceptual speed and accuracy required to perform various clerical duties.
- It is useful for any job that requires attention to detail in industries such as utility companies, financial institutions, and manufacturing.
1. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 113. ISBN 978-0205683581.
2. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 114. ISBN 978-0205683581.
Pre-Edit Peer Review Feedback
Name of student reviewer: Aaleksanian
Date of review 4/13/13
Date of review:04/17/13
Name of Editor:F. Moshammad
URL of editor’s Userpage: http://en.wikipedia.org/wiki/User:F.Moshammad
Date review posted on editor’s sandbox’s talk page:04/17/13
Date review submitted to instructor: 04/17/13
Length of edit (too long/too short): Exceeds the requirement
Image (needed/appropriate): Not necessary
Review of textbook information (accuracy of info in edit): Accurate to textbook information
Article is empirical, primary & peer-reviewed: N/A
Review of article information (accuracy, I/O Psych)-N/A
Wikiformatting: Good formatting
Grammar & composition: Proper construction of edit
Other comments: Well done job. Might want to use more formatting details for additional credit.
Aaleksanian (talk) 14:58, 17 April 2013 (UTC)
Pre-Edit Peer Review Feedback
Name of student reviewer: Jasmine R Basnight
Date of review 4/13/13
Date of review:04/25/13
Name of Editor:F. Moshammad
URL of editor’s Userpage: http://en.wikipedia.org/wiki/User:F.Moshammad
Date review posted on editor’s sandbox’s talk page:04/17/13
Date review submitted to instructor: 04/17/13
Length of edit (too long/too short): Exceeds the requirement
Image (needed/appropriate): N/A
Review of textbook information (accuracy of info in edit): Appears to be accurate!
Article is empirical, primary & peer-reviewed: N/A
Review of article information (accuracy, I/O Psych)-N/A
Wikiformatting: The formatting was good.
Grammar & composition: Grammar and composition was used well.
Other comments: Great Job!
User:MsPsychology (talk) 14:58, 25 April 2013 (UTC)
Wiki edits # 2 Opposition to performance appraisals[edit]
Opposition to performance appraisals
Not everyone is in favor of formal performance appraisal systems. Many employees, especially those it affects the most by such ratings are not very enthusiastic about them. There are many critics of these appraisals including labor unions and managers.
Labor Unions
Labor unions represent nearly 14% of the U.S. workforce. They require that seniority rather than assessment of employee merit be taken as the basis for promotion. However, length of job experience alone is no indication of the ability to perform a higher level job. That is why senior people should be given the first opportunity for promotion, but they must qualify for that promotion because of their abilities, not solely because of length of service. Performance appraisals can provide a reliable basis for these decisions.
Managers
Managers who have had unsatisfactory experiences with inadequate or poorly designed appraisal programs may be skeptical about their usefulness.
- Many managers do not like to play the role of a judge and be responsible for the future of their subordinates.
- They are often uncomfortable about providing negative feedbacks to the employees.
- This tendency can lead them to inflate their assessments of the workers’ job performance, giving higher ratings than deserved.
1. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 129. ISBN 978-0205683581.
2. ^ Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 131. ISBN 978-0205683581.
F.Moshammad (talk) 01:07, 11 May 2013 (UTC)